...characteristic models: task identity, task significance, skill variety, task autonomy, and feedback, (Hackman & Oldham, 1975) by Ali & Rehman (2014). According to Invacevich, Konopaske, & Matterson (2011), “Job design is the process by which managers decide individual tasks and authority”. One of the significance of the roles job design plays is that it provides operational excellence. According to Ali & Rehman (2014), Huselid and Becker (1997) maintained that operational excellence emanates from human resource management systems that also generate financial gains in the organization with the help of job design and its imminent flexibility goals ahead. It depends on the nature of the job, some required role performance, which is found highly recurring on the other and some other jobs display dominant flexibility in the task to be executed (Mueller, Boyer, Price, & Iverson, 1994). “As many human resources professionals have discovered that there is strong impact on the productivity and the motivation and the job satisfaction of employees in the organization” (Ali & Rehman,2014). Additionally, job design helps managers perform better and feel more pleased in response to transitional levels of job demands wherever they recognize effort-reward fairness than managers who recognize under reward unfairness (Janssen, 2001) according to Ali & Rehman (2014). In fact, it’s obvious that motivation also plays an effective role on the performance of employees in the workplace, which leads...
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...provide recommendations on how organizations can develop an engaged workforce. Article 1 – Impact of HR Practices on Employee Engagement Defined in the first article, employee engagement is the extent to which an employee’s intellectual & emotional commitment help an organization achieve its desired results. It is the motivation and emotional connection an employee has to his or her job. The authors of this study further comment that employee engagement is the “blistering issue of modern business environment” (Sardar, Rehman, Yousaf, Aijaz 2011). The authors recognize that there are multiple definitions and factors of employee engagement. However, there is an overarching theme that organizations expect their employees to be dedicated to and have a positive attitude toward their work. Additionally, employees should take it upon themselves to further their own knowledge for the benefit of the organization (Sardar, Rehman, Yousaf, Aijaz 2011). Sardar, Rehman, Yousaf, and Aijaz hypothesized that an employee’s engagement is directly related to financial compensation and that the effort and time exerted on a task increases with a rising pay scale. The article also theorizes that motivation is the key measure of employee engagement. In order to test these...
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...Information 5 2.2 Recruitment and Selection 5 2.3 To Enhance Communication 5 2.4 To Accommodate Change 6 2.5 Performance Review 6 3.0 Job Analysis Impact 7 References 9 Job Analysis Uses and Its Impact on Effective Human Resource Management at the Workplace 1.0 Introduction Organizations must have a systematic way in determining which employees are the most suitable to accomplish the task of functions given by the employer (Ivancevich & Konopaske, 2013). Most of the Human Resource specialist does not know about the details of the jobs in an organization. In order to provide a good vision to the future employees, knowledge and requirements of the jobs can be collected through a process called job analysis (Rehman, 2009). 1.1 Job Analysis Rehman (2009) defined job analysis as a descriptive process of breaking down a specific job into several components by using different types of tools and techniques to establish job requirements. The information obtained will then be organised and evaluated in order to prepare a job description and job evaluation. The job analysis should include information such as the purpose of the job, the nature of the job, the tasks, the expectation and the position in the company hierarchy (Clifford, 2001). Singh (2007) stated that job analysis is a prerequisite activity for an effective management of human resource. However, jobs nowadays are not static and less-individually based as the technological innovations and competition is getting...
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...Controversy in marketing Contents Introduction 3 Controversy in Marketing 3 Reasons of Controversies 4 Effects of Advertising Agency 5 Conclusion 6 Bibliography 7 Appendices 8 Introduction Advertisers in their mission to gain the customers attention use bold formats to high light their products and in this mission of theirs they often push the boundaries of the society. For example, Calvin Klein since 1980 is promoting nudity and is always in controversies due to their bold advertisements. (Arneas, 2005). Secondly many liquor companies and smoking companies hire famous sportsmen for advertising their product, these sportsmen’s are treated as heroes by the children and they follow them blindly. (Mvivo, 2012) Advertisements are created by the advertising agencies that at times purposefully or innocently make advertisements which become controversial and result in government implementing restrictions on the advertising of such products. (Waller & Fam, 2000).A products fate depends on the strategies which are adopted for marketing. Hence in today’s global and international marketing the most faced challenge which needs proper organization and planning is the advertising of the product, how is it executed, what hinders its progress and what advertising strategy can help it grow. This paper aims to make a report about the reasons, impacts and solutions to deal with marketing controversy. In addition this paper also aims to help the advertising agencies...
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...Punjab College of Commerce Financial Accounting ACCT3013 Prof. Hafiz Imtiaz Reg. No. 2035 – Minahil Raza Reg. No. 2030 - Ahmad Waqas Reg. No. 2001 - Syed Faizan Jaffri December 15, 2013 Difference between Accounting & Finance Accounting is an art of recording, classifying and summarizing the transaction in a significant manner, whereas finance is the management of money and other valuables, which can easily be converted into cash. Functions of Finance Department of an Organization * Preparation of Budget Plans It is duty of finance department of company to make the budget before actual providing money to any department. It helps to fulfill each department with minimum cost. * Financial Management In this function finance department gets money from capital market at very low risk and cost. Finance department analyzes all the resources of funds and create a good financial structure of company. In this structure, finance department analyze whether it will decrease the overall cost of capital on Average basis or not. * Management of Investments of Company After making financial structure, finance department invests debenture holders and shareholders money in best projects for getting highest return on investment. For this finance department takes investment decision. These investment decisions can be taken with the help of capital budgeting and investment analysis techniques. * Management of Financial Risks Financial department takes...
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...Introduction Renewable energy as defined in the glossary of “Renewable Energy; Myths and Obstacles” is a source of energy that regenerates over a period of time. However, this period of time is significantly shorter than the time it takes for nonrenewable energy sources to regenerate. The most common nonrenewable energy source is fossil fuel. Usually renewable energy depends on the sun’s energy to regenerate; solar energy, wind power and hydropower are examples of renewable energy sources that depend on the sun. Renewable energy, also known as clean energy, is becoming a fast growing phenomenon. President of the United States of America, Barack Obama, mentioned in a recent speech that USA spends nearly one billion dollars a day on purchasing oil from other countries. He also stressed on the fact that air pollution caused by those fossil fuels is becoming one of the biggest worldwide problems. On June 15 in the year 2010, he said, “Now, there are costs associated with this transition. And some believe we can’t afford those costs right now. I say we can’t afford not to change how we produce and use energy— because the long-term costs to our economy, our national security, and our environment are far greater.” Renewable energy is the solution for high-energy demands because it is eco-friendly, economical and inexhaustible amongst many other reasons. However, some might argue that it is not reliable and is inefficient. Ecofriendly Renewable energy is considered environment...
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...African Journal of Biotechnology Vol. 8 (8), pp. 1643-1650, 20 April, 2009 Available online at http://www.academicjournals.org/AJB ISSN 1684–5315 © 2009 Academic Journals Full Length Research Paper Medicinal plants used for the treatment of jaundice and hepatitis based on socio-economic documentation Arshad Mehmood Abbasi1, Mir Ajab Khan1, Mushtaq Ahmad1, Muhammad Zafar1*, Hamayun Khan2, Niaz Muhammad2 and Shazia Sultana1 1 Department of Plant Sciences, Quaid-i-Azam University, Islamabad Pakistan. 2 Department of Sociology, University of Peshawar, Pakistan. Accepted 14 November, 2008 The present study deals with socio-economic documentation of medicinal plant species against jaundice and hepatitis. A total of 30 plant species belonging to 24 families were reported by local practitioners for the treatment of jaundice and hepatitis. The most important plant species are Adiantum capillus, Boerhaavia procumbens, Equisetum debile, Carissa opaca,Cucumis sativus, Hordeum vulgare, Justacia adhatoda, Morus alba, Morus nigra, Phyllanthus emblica, Phyllanthus niruri, Plantago ovata, Prunus domestica, Punica granatum, Raphnus sativus, Rhus chinensis, Saccharum officinarum and Tamarandus indica. Key words: Medicinal plants, jaundice, hepatitis, Socio-economic documentation. INTRODUCTION From the very beginning of human existence, man has familiarized himself with plants and used them in a variety of ways throughout the ages. In search of food and to cope successfully with human...
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...Module 3 CT - Option 1 - Workforce Planning Edna Hunter Colorado State University Global Campus Managing Human Resources HRM500 Dr. C. Miller April 25, 2016 Module 3 CT - Option 1 - Workforce Planning Introduction Hiring strategy should have a clear plan as to the positions needed, compensation and benefit packages available and the organization’s share of costs as well as the employees’ share, goals of the organization including values and ethics. Adhering to applicable laws and workplace regulations is a necessary requirement (Reed & Bogardus, 2012). Developing job descriptions and exploring ways to revise current job descriptions and recognize the skills needed for the positions should be on the top of the list of tasks. Gauge the skill sets of current employees and seek employees with the correct skill sets. Use inside resources as well as outside resources to seek out talented potential employees. Selection Procedures Hiring practices of today must change with the current workforce requirements. Previously, the selection process relied upon hiring the person with the expertise to perform the requirements of the position for which they were hiring (Bowen, Ledford, & Nathan, 1991). In the past organizations did not consider the qualities and features of the organization and have disregarded the potential employees’ characteristics, rather hiring bodies to fill the slots. There is a new approach to hiring that is based upon hiring employees that are...
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...Resistance of Nurses in Use of Electronic Documentation The field of health information technology for nursing is rapidly growing. Advancements in electronic documentation for health care, such as the electronic medical record (EMR), can be an overwhelming addition to the workload of nurses. There is resistance by nurses in use of electronic documentation (Sharifian, Askarian, Nematolahi, & Farhadi, 2014). It is this writer’s opinion that nurses are under informed regarding the rationale for changes taking place in documentation and the implications. The purpose of this paper is to provide nurses with the basics of the Federal regulations outlined in the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the Health Information Technology for Economic and Clinical Health Act of 2009 (HITECH) that require electronic documentation to be compliant and receive reimbursement. It also reviews how data are collected to determine the reimbursement for care (meaningful-use) and its role in evidence-based practice (Wright, Feblowitz, Samal, McCoy, & Sittig, 2014). Included is a review of the negative impact resistance generates on health organization reimbursement and the relevance it has on nurse staffing, jobs, wages, and satisfaction, along with, evidence reinforcing the training and support of nurses as a means to promote proper use of electronic documentation and increase user satisfaction. Federal Laws and Requirements for Compliance Health care...
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...Literature Review (8-10 pages 12 sources) The Importance of Retention Systems in Human Resource Management Abstract Retention systems is one of the most important components of a staffing system within an organization. Human Resources is responsible for obtaining human capital in order for an organization to obtain and maintain productivity and profits. Human capital is a major expense and investment within organizations. If the organization is unable to retain its workers, the organization nets substantial losses on each employee it is not able to retain. Losses presents themselves not only in production costs, but training and development dollars invested in the employees as well, in addition to recruitment and hiring costs. My literature review will introduce and evaluate common types of retention systems used by staffing systems and their effectiveness in the workplace. Author of “An Analysis of Human Resource Information Systems impact on Employees”, Kelly O. Weeks describes the overall basic benefits of Human Resource Information Systems. She states in her article “systems give the organization the ability to consistently develop and manage employees based on the value of an individual's contribution”. The article also describes the various ways in which HR systems can improve job productivity by cutting repetitive work, and increasing the speed in which manual processes are managed. This article provides a basic general educational foundation and working knowledge...
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...CHAN Ching To (UID 3035102223) To what extent is Corporate Social Responsibility (CSR) beneficial to a company’s performance? An analysis of the relationship between CSR and financial soundness, quality of marketing, people management and long-term investment value. Introduction Since the late 1990s, corporate social responsibility (CSR) has been increasingly discussed in the society and it slowly becomes one of the important components in the business world (Jenkins, 2005). McWilliams and Siegel (2006) interpret CSR as ‘situations where the firm goes beyond compliance and engages in “actions that appear to further some social good, beyond the interests of the firm and that which is required by law”’. In general, CSR is believed to, in long-term, enhance business performance and boost employee morale. Also, CSR could be a tool to improve company image and to prevent crises (Weber, 2008). This essay argues that CSR has a positive relationship with a company’s performance, meaning that it brings benefits to corporate performance to a large extent. To measure one’s performance, three key aspects are considered, namely financial soundness, quality of marketing and people management. These three aspects are chosen from the criteria for Britain's Most Admired Companies 2014 (Management Today, 2014). Effects of CSR on Financial Soundness One of the most crucial criteria to determine a company’s performance is by analysing its financial soundness. Common indicators...
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...Organisational Citizenship Behaviours: A Review of Theoretical and Empirical Literature on Predicting Factors and Suggestions for Future Research. In today’s competitive business environment organisations constantly strives for achieving excellence by enhancing employee’s efficiency and effectiveness. One way, organisations can achieve this objective is through Organisational Citizenship Behaviour (OCB) (Bolino & Turnley, 2003; Organ, 2006). Organ and colleagues first conceptualized OCB in 1988. Organ (1988, p.4) defined OCB as “individual behaviour that is discretionary, not directly or explicitly recognised by the formal reward system, and that in the aggregate promotes the effective functioning of the organization.” Researches have identified numerous dimensions of OCB (Podsakoff & MacKenzie, 1997). Organ (1988) suggested a five-factor model composed of five dimensions; altruism, courtesy, conscientiousness, civic virtue and sportsmanship, which most conceptualisations of OCB are based on. Altruism refers to behaviours that involve helping another person, such as helping a colleague with a heavy workload. Courtesy involves being polite and courteous to prevent work related problems, for example, informing a coworker or a change that may affect them introduced by you. Conscientiousness refers to doing more than just the minimum to prevent and minimize error, in terms of attendance and punctuality. Civic virtue refers to employees genuine concern and interest in the...
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...run for the benefit of investors. Given the state of the economy of Pakistan in 2010, troubled as it is; ideally it would be more desirable to look at the governance issues at macro level for Pakistan. As a famous economist, Dr Shahid Javaid Burki- a long observer of Pakistan’s economy has recently stated “Pakistan can generate a greater bounce in its economy than India by creating better governance. It has occurred before in the country’s difficult economic history and could happen again.” (Improved Governance: Dawn, 12th, October 2010). However, as a starting point , in this paper we look at closely the governanceissues for the banking, a sector which has played a significant role till recent years in economic activity of Pakistan. Rehman et al (2010) have looked at the issue of corporate governance in Chemical and Pharmaceutical sectors of Pakistan and found that there is a significant impact of corporate governance on the shareholder’s returns in pharmaceutical sector of Pakistan. Corporate governance has become...
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...Data of Phas-II Sr no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 NAME Abdul Hafeez Abu Bakar Siddique Awais Munir Basharat Mahboob Maroof Ilyas Mazhar Iqbal Miss Ayesha Ch. Miss Fariha Iftikhar Miss Kashaf Yaseen Miss Ujala Ashraf Muhammad Abdullah Waleed Muhammad Aftab Muhammad Essa Khalid Muhammad Khalid Hameed Muhammad Maqsood Khan Muhammad Shoaib Muhammad Waqar Murzooq Saleem Noor Nauman Altaf Roman Majeed Syed Ahmad Hassan Bukhari Waqar Ali Zain Qayyum Abdul Ghaffar ABDUL REHMAN Abdul Rehman ABDUL SHAKOOR Abrar Anwar ABRAR JAMIL ADEEL AHMED ADEEL IRSHAD ADNAN SHAUKAT Aftab Shaukat Ahmed Zeeshan Ahsan Mahmud AIMEN BASHIR ALI AUN ALI EHSAN MANJ ALI EJAZ ALI HAMED ALI MEHBOOB ALI USMAN BASHIR Allah Ditta Shahid Ameer Hamza ANAM ALVI ANAM MOOSA Anam Ullah Aneel Shahzad ANUM INTISAR ANUM JAVED ARSLAN RAZZAQ CNIC 3310226618167 3310114158887 3530374620369 3830212044729 3310246045471 3640282454573 3310068099318 3310208917468 3430126117362 3110248981000 3660180459853 3660119940117 3210224181181 3310054615453 3660215126755 3430288411671 3310221134839 3310286092337 3310267032475 3330104275587 3130374936045 3530220857361 3310031746769 3520130546281 3540489657861 3230412338735 3310206565785 3310425262179 3510288617907 3310002339509 3310271578631 3310330195673 3410434351359 3310694673473 3310266881555 3310094300496 3550103015009 3410316103425 3410254910063 3640240257955 3310280974795 3310365417863...
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...IC is said to be the non-physical besides non-monetary capitals controlled by organisations that leads to value formation. According to Stewart (1997), there are three components for IC, which are human capital, structural capital as well as relational capital (refer to Appendix 3). Components of IC Human capital happens to be the capital, embedded in a person’s mind and stays together in a person. When a worker quits, the human capital that includes skills, innovativeness, experiences, changeability, leadership, knowledge and creativity leave as well (Brooking, 1997; Roos et al., 2005). Structural capital signifies the supply of knowledge that is organised and available on black and white. This consists research and development (R&D), copyrights, processes, databases and brands. Others would be...
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